PHÂN TÍCH ĐẶC ĐIỂM CỦA NHỮNG NHÂN TÀI TRONG DN VÀPHƯƠNG PHÁP GIỮ CHÂN NHÂN TÀI“Talent” - this phrase is meant to be a talented person. When there is only oneperson and said to be a talented. It means that guy is a talented and his talent wasrecognized by everyone, even in a certain aspect. So who is he/she among us? Howcan we find a talented person? This is the question that makes a lot of headache toleadership. Many leaders see incompetence around him, but the truth is that until thatincompetence moved to another company, the leader realize that he had lost a talent.To bring success to the company, the discovery, training and retaining talent is a hugefactor that affects to the success of the company. Sometimes it is a decisive factor forthe company boom. To learn more about the talent, we first review some expressionof talent.People often say: “beautiful, dirty, and rich”. This statement was summarizedin a long time and it is mostly true. Many people only see the disability and do notsee the genius of talent. A talent person is always with disabilities. According toChallenges magazine (France), more than 80% of directors in France are at least twoor three times complaining about the problem of disabled talent in the company, suchlike being late, smoking in "No smoking" places, or making their working tablebecome the warehouses desk ..., they dress begrime in meetings with partners. If theleaders know the struggle and suffer with this disease, they may retain the real goldstock, whether they act like no other. Do not have an incentive behavior with their

working place if it does not cause too big impact to the surrounding environment.The outstanding advantage of the talents is that they hate flattery because theyhave high "self-esteem indicators", plus pride sometimes styled "the meanest down."This character makes talent hate flattery or falsehood, requiring everything to be clear

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and fair. Talent hates lucky incompetence. For talent, success only comes to thosewho have their brains and talented.Another feature of all most talent is that they prefer working independently.Though the situation in the entire company personnel required choosing a certainside, they are always in the middle. Due to the high independent, talents areconsidered excel, less sociable and arrogant. An environment full of conflict willdestroy mercilessly talent. Therefore, the wise leader has to solve this problem. Justbecause of their character, working independently capacity, they are quite stubborn,always do what they think is true even if it is totally different from the majority.Fashion is one of those talents never notice, many of them dress sloppy andsometimes dirty. Psychology of talent is conservative, not blandish, like going againstthe majority. By their own ways, talents usually find great pressure to meet theconundrum that people often do not find. Therefore, the talent talks, the leadersshould listen. Coming with this way, the talents have a strict right to express themand the others. They are never easy to be satisfied with the results of what they havedone. They always dig to solve their own way; maybe discard all the research net inmany years just because they find out more excellent answers. Therefore, they arealways busy; they work harder and have more interesting to deal with.They like working independently. Working under discipline is a realpunishment because it kills their thinking. Talent is always misunderstood by othersas a dominant player, but the lateness of them is ten thousand times valuable than"absorbed" attitude of the ordinary people. However, everything has the limited. Ifthey are so extravagant, they will be thought to be eccentric, depending on each case,the leader should have suitable solution.The talent is often outspoken. They are not good speaking. So they just have afew friends, especially good friends because people think that the talent isextravagant. If only preferring ductility employees, the boss will never have the2

opportunity to take advantage of talent. I have a friend, his face always looks likebuckled up. He always talks what he is thinking and never feels fear with what the

others think about him. He is a really talent at working and I always feel relievedwith his help because it is always successful.The biggest mistake of a talent is the negligent. The neglect is not the same as theneglect of ordinary people. It is when they are thinking; they never care for anythingaround them even a big bang. My friend has that personality. Sometimes, I asked himabout a problem in many times but he never answered. But I am never angry withhim because I know he is concentrating on something so that he never cares foranything besides. Talents always work more than the others ten times and alwaysgive smartest ideas. If they just accept you, it means all your work will be addressed.Because of this character, when the other feels satisfy with going to work everymorning then coming back every evening, talents always wrestle with ideas andideas. Therefore, they always look frowned irritated.Talents hardly ever flaunt their knowledge. They only keep silence in the loudlymeeting, even the others scream at the boss. Talent’s initiative is often powerful.Loving fair so they often require deserved remuneration. This is not the petty whiningof those management and greed resources. The attitude of self-assessment is very fair.He - in the interviews - go straight to the issue of wages and have dizziness wageproposal.Talent often cannot stand the patronizing tone of others, especially of those who isuseless. In particular, they do not need any experience. If you are an old and prettymuch get from that to "teach away" with them, you will fail. Many people think thatan experience people can do something huge, but reality has proved that much talentwork effectively than those who has "empty" experienced.All above has been enough for us to realize a talent yet? Indeed, in a corporateenvironment, talent has to prove their success in the job. When you see a guy sits all3

day and does nothing while being assigned a lot of work. However, until deadline, alltasks have been solved. That is a talent. They have different ways of working people,but they always find answers and solve more quickly than the other people doing thesame job. Looking for additional ways to communicate or he is assigned to worktwice as hard to really test the capacity of him.There are many good people in a company. With an increasingly competitiveenvironment and the larger the company gets, the more good people are in. Entranceexam and interview process is one of the recruitment that is used by many companiesto find the best people. For example, good people are good at school. There are a lotof companies select students at famous university to work. They have strongerknowledge than many others. Some of the companies seek talented employees whohave positions or from other units because they have to achieve that. However, not allgood people are talents, it is only a necessary condition of a property.According to the characteristics of the resources noted above, we can puttogether the following to identify talented employees in the company:

They always understand their value. They have special skills that no one can

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copy and imitate.They can answer the most difficult questions. Almost anything you asked

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them, they know although they did not do on that part.They do not need the position; they just like working and having adequate

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remuneration.They are confident, less persuasive comments hearing or working

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discretionary.And finally: they are willing to do the task and achieve good results, they donot mind working until 2am just to settle the job.

When identifying talent, leaders must do to retain their importance and use? That'swhat makes them become your talent, not talent of units or other organizations.

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According to Professor Dave Ulrich - the human resource brains of the world Talent = Capacity + Commitment + Dedication. Such a person who is consideredto be a talent of the company, they must have the capacity to work; they mustcommit for work and dedicate for the company.About capacity: Capacity is right skills, right place and right job. So first you haveto understand your talents, properly assess their skills, giving them the rightposition to work and develop. When given the right position and duties, theirskills will develop extremely effectively. So the question in this case is if theirnew skills in the form of potential then how? Being good at theory is not likebeing good at practice, as well as a gifted music, without music lessons, pianolesson, then they finally just a person that has capable of singing, musicperception. But they cannot be a singer. Thus, when leaders discover talent, theyshould train and give the right directions for talent so that they can become a truetalent.According to Professor Dave Ulrich with given arguments in the 3C principle,there are 04 steps to develop talent.•

The first is to establish a theoretical benchmark. What current capacity of thedigital society the company having? What problem the company is facing withchanges in the business environment and how to develop strategies to dealwith? Based on the environment and future strategic options, employees need

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to demonstrate their technical capability?Second, assessing individual and collective. Once having standards, theemployee will be evaluated on what they achieved or not achieved. In recentyears, talent evaluation has started based on the results of their work and how

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they behave. Of course, talent is going to have outstanding results.Third, this is talent development. In this step, the company conducts staffdevelopment through training, practical work or life experience. Bringing5

knowledge from outside through consultants or partners. Beginning to appointthe right people in the key positions and eliminating the redundancy and•

weaknesses.Fourth is monitoring and capacity development. Talent is the person who hasability to do good work today, and especially in the future. We will downrightmistake to compare achievements of the past to determine who is talented, butlook forward to see in the future; their organizations will need what kind ofpeople.

Once talent has been developed with the capability and inherent qualities, theywill progress very rapidly and be different from ordinary people. Then, you willbe faced with an age-old problem. That is how talent has long term commitment toyour work and dedicate to your company. The capacity is not enough withoutcommitment. Commitment means that employees are willing to dedicatethemselves to the success of the company. In fact, there are very good, smart, andfluent in but do not "have to" or do not go away themselves, ultimately they createno value and contribution.Previously, when evaluating talent, we usually stop at two factors: capacity (theability) and commitment (the wills). However, with the current and future humanresource generation, as long as there is not enough, talent must be known andrecognized dedication. This means that they must be aware of the meaning andpurpose of their work, as well as Professor Dave Ulrich: talent needs to get the"freeze", the "fullness" of life and work. This will be achieved when leaders withorganizations help them to seven answer question:1.

Who am I? (And they understand their position, role and responsibilities in

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their organizations ...).Where will I go and Why? (What the organization help them to achieve

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their goals);Who am I going with? (How the organization build the support group);6

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How do I practice mental? (How organizational behave with standards such

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as the humble spirit, a spirit of service, forgiveness, gratitude ...);What challenges will I have to pass? (How organizations help them to

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overcome challenges easily, excitingly and interestingly);How can I access resources? (Organizations help them to solve health

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problems, space and financial needs);What is my inspiration? (What the organization will do to make them feelcomfortable and happy);Thus, the leaders listen to their opinions whether they presented it odd,

and do not reflect the opinions because talent always has the right resourcesand certain ideas extraordinary. After studying, if that opinion is not consistentwith the current circumstances, the leader must show them the reason why thatreason cannot be implemented at the moment. When the talent say an idea,they are like kids, just want to make immediately to see how the result is. Putdown their wishes or not even listen to them will make them seriously hurt.The leader should praise and encourage them to set out ideas.Second, we should create an ambient and comfortable work space fortalent. As mentioned above, talent hates the spontaneous, they can go homeearly, but later their work is always guaranteed and no one else can do like this.You have to be flexible in the way they manage. Along with this, you have toprotect them from the language of the company. Assigning them a position thatdoes not bear too much of the management of the others so they can focus onthat without anything about them. However, the compassion must be balancewith discipline. The most talented people are brought to success when they arelocated within the boundaries of safety. As if they need to be self-governing,they also need to know their limits. Creating space for their work but alsocomfortable enough to allow as possible to develop their talents without

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affecting the structure of the company. Let's focus on what can help themwithout effort separate from the organization - that is the most important thing.Third is to facilitate their learning and wake up their potential. As mentionedabove, a good person is not necessarily a good talent because of his infamy isonly potential, and need to wake up to make it grows and becomes a weaponfor the company. Let the talent realize that you always know his power; youneed them for the company, only they can help you overcome the most difficultproblem. You want them with you; accompany you and the company to reachthe targets that they themselves always wanted to reach. Give them the mostsuitable jobs, the most difficult task and requires them to make an effort tocomplete. Talent loves challenges, the more difficult the more they want it tobe done and they will perform for completion by the optimal answer. Whenthey do the job, provide resources to the maximum extent around to serve,making them as comfortable as possible to promote capacity. Talent neededinspiration to work, they as well as an artist, a musician, to have inspired thenew work most effectively. I know that Google, the world's leading companieson a meritocratic organization and different work ahead of all other companiesin the world. If the other units, they are organized in departments, positions,parts, work in the building, with suit, tie and shiny black shoes, then Googleemployee working in the design office as in the private room with full of toys,equipment and utensils activities. (See Appendix 1). Even Google also arrangefor a private chef kitchen and a bedroom for staff. Many Google employeeswork at home because they do not want their company to be full all the thingsnecessary for life. They can both work and play table Foosball, they wearclothes that they want. Google generate qualified staff and resources to onlyneed a single work is focused to offer creative ideas for their work and eager towork. On the management side, Google does not have a particular department.8

They include the group project. It follows a project, people working togetherand to split each of the other groups can go to a job with a different, nobodymanaged each other, only job can manage them.Of course, achieving conditions such as Google is not easy, but it is anexample for creating workspaces and providing financial resources for thedevelopment of the other units to study.Finally, an indispensable problem in retaining talent, to theircommitment and dedication to the company, should be paid off. Employeeswho expect to be paid well deserved. Talent is longer than that. They alwaysknow who they are and where they stand so they always require the companyto pay compensation commensurate with what they bring to the company. Nottoo high, not so low, just pay them properly for what they bring to thecompany. In this work should also listen to their opinions and their suggestionson how to harmonize with the individual interests and collective interests.In summary, if you are a manager, please see the staff in your company.There may be more talent in it, they have other characteristics that people sharethrough this article you can see them in some of their employees. If yourecognize them, to rate their abilities in the right way, enabling them to developtheir own potential for them to reach new heights. To create conditions forthem to grow up and show them you are the same person they can go to theend of the road. The company is where they will commit and devote theirabilities. As you can see to uncover talent and retain talent through this articleis not too difficult, however, to carry out, the leader is also a talent – talent ofmanagement and using resource.References:Website http://yume.vn the Economic News9